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The Big Society & Hr Strategies
The Big Society & Hr Strategies
The Big Society & Hr Strategies
The Big Society & Hr Strategies
The Big Society & Hr Strategies
The Big Society & Hr Strategies
The Big Society & Hr Strategies
The Big Society & Hr Strategies
The Big Society & Hr Strategies
The Big Society & Hr Strategies
The Big Society & Hr Strategies
The Big Society & Hr Strategies
The Big Society & Hr Strategies
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The Big Society & Hr Strategies

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This presentation explores the coalition’s Big Idea for communitarians. It considers the Big Picture as a vision for future collaboration of not for profit organisations, volunteers and …

This presentation explores the coalition’s Big Idea for communitarians. It considers the Big Picture as a vision for future collaboration of not for profit organisations, volunteers and entrepreneurs. It takes a view on the impact for commercial business matters. Moreover, it explores possible opportunities to reinvigorate HR strategies that encourage a culture shift and encompass community action.

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  • And more importantly why is this a subject for HR considerations? The purpose of this presentation is not to inform or educate (even if it does) it is not to offer an amusing anecdote (if it makes you smile it will be a bonus!) it is simply an opportunity to explore, question and challenge your own thinking with your fellow experts in the room. There are three question I’m going to ask you to explore in a very short time. There will be opportunities to split out afterward to discuss these further.
    I’m no HR specialist. I am however interested in pubic opinion and the collective buy in.
    The ideals of the Big Society have historic roots: Burke’s 18th century “little platoons” of engaged citizens doing their civic duty was a pre-cursor to Cameron’s grand vision. Through the centuries, this sense of duty has led public-spirited individuals to serve their communities by serving in roles ranging from school governors and councilors to special constables and volunteers. There is a tide of dissatisfied young who feel (some justification in this that my generation has abused the planet and the capitalist economy for it’s own gain without thought for the future (their future). The advent of Facebook and other online social networks which allows communities of like minded people to share their thoughts and sentiments has created a new belonging.
    Cameron has recognised the underpinning community movement and is tapping into a sociaoligical change. The economic and social challenges Britain now faces after years of spending more than we can afford has found a potential answer in the BIG SOCIETY.
    In Prime Minister David Cameron’s words Big Society is “…the spirit of activism, dynamism, people taking the initiative, working together to get things done….” but, as he recognized, “…the Big Society needs you to give it life.”
    However I have serious concerns that the coalition has not considered some key aspects of letting people power take the slack.
    Where are the entrepreneurs that are going to take the reigns – are they not already busy on some money making mission? The nature of entrepreneurs?
    How will the dissatisfied who might make a difference going to recognise the solution, develop the skills to harness a volunteer community and understand the bureaucratic nonsense that impedes the SME.
    How much more corporate social responsibility can the corporate sustain without upsetting the shareholders. (not that that is a bad thin in my opinion!)
  • Corporate social responsibility is now a PR job rather than an HR job. So what do the HR specialist and experts need to consider as part of their strategies to move from this
  • To this:
    The recent equality act insists that we incorporate inclusivity. But this is an imposition – certainly one we have to consider and incorporate into the HR strategies for the future. But what else?
  • For the first 5 minute exercise I am going to ask you to share your experiences of having created a great community in corporate life.
    I will give you my favourite example from when I worked at new look.
    The best KPI performing team I managed was built around three key leadership cultures:
    Situational leadership, Belbin Team Roles and Graduated Empowerment. In all but one of the 14 KPI this team was top consistently over a two year period.
    This team wanted to go on a team building course so much they paid for themselves to hire a boat for the weekend – unpaid! Most of us were sea sick! But that’s another story.
  • Maslow
    Blake Mouton Managerial Grid
    Belbin’s Team Roles
    The GROW model
    Tuckman’s Forming, Storming, Norming and Performing
  • I am not an expert in the onine social networking arena but I am an active particpant and have been an avid fan of Linkedin for four years.
    There are three questions I would like you to consider in relation to your HR strategies:
    How are you using LinkedIn to recuit likeminded individuals to your business?
    How are you using Linkedin to enhance your business reputation though your employees?
    How do you use linked in to encourage continued personal development?
  • Only you know where you are right now in your business or with your clients. Tapping into to what is already there, finding the things you have hook on to develop your HR strategies is really important.
    However creating a community in my opinion is a given. I hat to refer to the fact that there is no I in team. It is so clichéd!
    In the words o WC
    we shall fight on the seas and oceans, we shall fight with growing confidence and growing strength in the air, we shall defend our Island, whatever the cost may be,we shall fight on the beaches, we shall fight on the landing grounds, we shall fight in the fields and in the streets, we shall fight in the hills; we shall never surrender,
    We need a call to action, it may not be as dramatic as Churchill's but this is your role to instigate as HR experts in your business or your corporate clients.
  • Of entrenched beliefs.
  • Now is the time for some radical HR strategies and policies that will put your business or clients on the HR map for forward thinking.
  • Please do tap into the thoughts of mine and others and create a strong and inclusive HR strategy for growth in the new economy!
  • Transcript

    • 1. The Big Society & HR Strategies Laura McHarrie WSX Enterprise Ltd BusinessXchange Programme November 8th 2010
    • 2. I Say … What is the Big Society?
    • 3. How do we move from this?
    • 4. To this?
    • 5. What’s in our repartee already?
    • 6. You have Five minutes to: Discuss your experiences of building corporate communities.
    • 7. What’s new?
    • 8. You have five minutes to discuss how you might incorporate How are you using LinkedIn to recruit likeminded individuals to your business? How are you using LinkedIn to enhance your business reputation though your employees? How do you use LinkedIn to encourage continued personal development?
    • 9. What can we adapt?
    • 10. Take your head out the shoe?
    • 11. And tear up the conventions
    • 12. Tap into?
    • 13. The End! I’m Laura McHarrie WSX Enterprise Ltd

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